Recruitment and Selection
Providing advice and services related to the attraction, sourcing (advertising, job fairs, etc), evaluation (determining and implementing selection criteria and strategy) interviewing and intake (i.e. negotiating offers) of appropriate talent to meet the organization’s human resources needs.
Level 1 Introductory: Demonstrates introductory understanding and ability and, with guidance, applies the competency in a few, simple situations. Can direct people to the appropriate source for further information.
BEHAVIORS
- Maintains a current knowledge of organizational recruitment policies and guidelines and relevant legislation.
- Conducts web or database searches for potential job candidates.
- Collects relevant information/data for the tracking and analysis of recruitment processes.
- Prepares documentation for the recruitment process (e.g. posters, interview guides, offer letters) as directed.
- Performs an initial screening of applicants, reviewing job applications against selection criteria.
- Conducts preliminary or simple interviews to assess the suitability of candidates.
- Communicates with potential candidates throughout the recruitment process.
QUESTIONS
- Describe a time when you were asked by your supervisor to support him/her in conducting a search for potential candidates for a job.
Probing Questions
* What were the circumstances?
* How was the search criteria determined and what was your role?
* What techniques, tools or resources did you use to conduct the search?
* What were the results of this search?
* What was the reaction of your supervisor to the results of this search?
- Describe a time when you assisted with a recruitment process.
Probing Questions
* What were the circumstances (who was being recruited, how, why, etc.)?
* What was your role?
* What challenges did you face?
* How did you resolve challenges?
* What was the result?
Level 2 Basic: Demonstrates basic knowledge and ability and, with guidance, can apply the competency in common situations that present limited difficulties.
BEHAVIORS
- Identifies potential sources of qualified candidates based on a knowledge of customer groups and relevant job markets.
- Identifies the relative merits of various interview types (e.g. structured, semi-structured, unstructured, in-depth, conversational) and practical techniques (e.g. silence/pauses, asking for examples).
- Prepares candidate assessment tools using established questions and tests.
- Obtains detailed information, facts, and viewpoints by asking probing and open-ended questions in a comfortable interview environment that puts the interviewee at ease.
- Makes or recommends selection decisions based on assessment results in simple or routine staffing situations.
QUESTIONS
- Describe a recent example of a time when you were asked to set up a recruitment and selection process using the tools and resources available in your organization.
Probing Questions
* What job were you recruiting for?
* What elements of the recruitment and selection process did you prepare?
* What role did you play in implementing this process?
* Was your supervisor satisfied with the process that you established?
* What were the results of the recruitment and selection process?
- Tell me about a time when you used your knowledge of the job market to meet a client's recruitment needs.
Probing Questions
* What position were you recruiting for?
* What was the job market for this position/position?
* How did you come to know about the current condition of the job market for this recruitment action?
* How did you source candidates and why did you make this choice?
* What was the result of the sourcing effort (i.e. did you obtain sufficient applicants with the right skill sets?)
Level 3 Intermediate: Demonstrates solid knowledge and ability, and can apply the competency, with minimal or no guidance, in the full range of typical situations. Would require guidance to handle novel or more complex situations.
BEHAVIORS
- Identifies candidate selection criteria based upon analysis position competency requirements.
- Leverages appropriate resourcing strategies to ensure a constant flow of interested qualified candidates.
- Identifies position-specific selection and assessment strategies.
- Develops candidate assessment tools (interview guides, reference questions etc.) based on best practices that ensure efficient, effective and fair applicant evaluation processes.
- Applies a myriad of interviewing techniques, adapting the interview type to suit the situation at hand.
- Adjusts questioning to uncover what is not being said by exploring interviewee non-verbal cues.
- Engages successful candidate(s) by negotiating salaries that balance the interests of the employer with the need to fill the vacancy.
QUESTIONS
- Describe a time when you negotiated a job offer with a candidate who refused the first offer.
Probing Questions
* What were the circumstances?
* Why did the candidate refuse the offer?
* How did you respond?
* Were any of the elements of the negotiation beyond your scope/authority?
* Was the offer finally accepted and why or why not?
- Can you give us an example of a successful assessment and selection approach you employed in a job competition?
Probing Questions
* What were the circumstances (e.g. What position(s) were you hiring for? How many candidates applied and were screened in, etc.?)
* Describe the assessment and selection elements and processes you employed (e.g., interviews, tests, types of questions (situational, behavior-based etc.), scoring/selection strategy.)
* Why did you choose these selection and assessment tools over others?
* Are there any of these elements that you would not use next time?
* What was the result?
- Describe a time when you interviewed a candidate who did not provide either enough information or was unclear in his/her answers.
Probing Questions
* What was the situation?
* What techniques did you use to ensure the candidate could be assessed properly?
* What did you say/do specifically?
* How did you ensure that the candidate's treatment was fair compared to the other candidates?
* What was the result?
Level 4 Advanced: Demonstrates advanced knowledge and ability and can apply the competency in new or complex situations. Guides other professionals.
BEHAVIORS
- Develops strategic and proactive sourcing strategies and plans.
- Builds relationships with potential high-quality candidate pools.
- Develops appropriate metrics and statistics to inform recruitment decisions.
- Evaluates the effectiveness of recruitment processes based on appropriate metrics and statistics.
- Recommends improvements to existing recruitment processes and evaluation methods based on industry best practices and current societal trends.
- Develops an overall interview ‘framework’ incorporating interview types, matching interviewing techniques and specific interview guide questions.
- Provides advice regarding complex recruitment issues and assessment techniques to other HR employees and hiring managers.
- Develops and manages multiple talent streams (i.e., internal and external) for high volume and/or critical jobs.
- Coordinates recruiting resources to seamlessly meet client needs.
QUESTIONS
- Describe a situation in which you managed a complex recruitment and/or selection process.
Probing Questions
* What were the circumstances and what made the situation complex?
* What recruitment and selection strategies did you adopt and why?
* Why did you choose these strategies?
* How did you communicate the details of the process to all those involved?
* How successful was the activity?
- Tell us about a time when you anticipated a recruitment need and proactively took steps to meet that need.
Probing Questions
* What was the need?
* How did you identify it?
* What steps did you undertake to meet that need?
* What did you do to convince stakeholders to accept a proactive approach?
* What were the results?
Level 5 Expert: Demonstrates expert knowledge and ability, and can apply the competency in the most complex situations. Develops new approaches, methods or policies in the area. Is recognized as an expert, internally and/or externally.
BEHAVIORS
- Analyzes talent, economic, and demographic trends and issues to predict future recruitment needs and challenges.
- Assesses the s